Although the Covid pandemic forever changed the way we work, open positions still need to be filled to provide the value-driven solutions clients expect. There’s no doubt about it. The pandemic created a challenging hiring environment. But the only way around is through. Easier said than done, you say? Here are some surefire ideas to treat your hiring headaches and find talented employees. Take them. Tailor them. Try them out. We hope they’ll inspire you to think of even more of your own.

1. Take a closer look

Who knew you could find talented employees who already work for you? If you’re having trouble finding the right person for a role, consider hiring from within. It’s easy to overlook current staff members who may be green but have demonstrated loyalty and creativity in their jobs. Not to mention, employees who are tapped for new positions within their organization tend to be more engaged. LinkedIn’s Global Talent Trends 2020 report found that employees stick around 41% longer at companies that regularly hire from within.

2. Spread the word

If you’ve got a good thing going, get the word out any way you can. Do your salaries and benefits packages exceed averages for your industry? Use social media to reach potential candidates as well as recruiters. Has your local city magazine recognized your firm as one of the best places in town to work? Put that bullhorn to good use. Additionally, take into consideration where your ideal candidates are spending time online. If you’re hiring for a management position, they are likely on LinkedIn. If you’re hiring a barista, consider Instagram as a communication channel to reach more people.

3. Cross over

Consider hiring someone from another industry. Oftentimes, good work habits, loyalty, and creativity carry over from one role to another and one industry to another. Make sure to take into consideration what certifications and other professional requirements are necessary first and then develop a training program to get the best fit hire ready for their new role.

4. Tap in

Tap existing employees for referrals and pay for them. When a valued employee loves their job and is good at it, there’s no better source of candidates. Best practice is to ask employees either on the team the new hire will hired into or within the same department. They are more likely to know people in their industry or with the experience you are looking for.

5. Team up

Team up with local colleges, universities, and trade schools to post jobs within departments that make good matches. If the school hosts a job fair, rent a booth and make your case. But be selective; attending every hiring event in your area could quickly tap your company’s recruitment budget. Target those events that are most likely to yield a diverse group of talented, best-fit applicants.

6. Try something new

Initiate an intern program if you haven’t already done so. But banish the thought of not paying interns. Word travels fast among college students! Commit to one or two interns to start over the summer break and if you find it to be successful, considering add programs for the fall and winter terms. Your best intern could become your next full-time hire. And, even better, they already know your company and are a part of the culture. Win-win!

7. Put yourself out there

Make some news and spread it. It’s not just your executive team who reads trade press. Workers like to be part of companies who are going places. Share new opportunities within the organization and provide links (as well as images or videos) team members can use to spread the word. Participating in an executive think tank or leadership development initiative? Tell your fellow participants. Doing a podcast interview for an industry trade magazine? Mention you are always looking for excited and engaged new team members.

8. Fill the gap

Team members who primarily interact with customers report high rates of physical fatigue (53%), cognitive weariness (44%) and emotional exhaustion (40%), according to the American Psychological Association (Forbes). Thus, turnover in customer service can be high and difficult to manage. If you find you’re struggling to fill these roles, don’t risk missing the opportunity to win new business, provide excellent customer service, or grow customer accounts. Outsourcing these tasks temporarily will keep your inbound calls answered and customers satisfied. Further, partner with a temp agency when roles remain vacant for a long period of time is a great way to get back on track and potentially identify your next hire.

9. Never miss out

Remember, any incoming call could be a talented candidate applying for a role with your company. If you’re experiencing an influx thanks to a recent announcement or social campaign, consider using an answering service to make sure their calls get through.

 

If the labor shortage has you fighting for talent, consider the benefits a virtual receptionist can bring to your business.